Restructuring is never easy—for the people affected, the teams left behind, or those of us tasked with guiding the process. But how we handle layoffs isn’t just an HR decision—it’s a leadership test, a brand moment, and a chance to live our values.
I put together this guide for fellow HR leaders and CFOs who want to navigate layoffs thoughtfully—for people, for culture, and for the future of your organization. This isn’t about checking boxes. It’s about doing what’s right, even when it’s hard.
The Business Case for Doing Layoffs Well
Layoffs are human. They’re emotional. But they also come with measurable risk—legal, financial, and reputational. Offering meaningful outplacement support isn’t just the kind thing to do—it’s also smart business.
Legal Risk Consideration: Canadian courts are paying closer attention to how we treat people on their way out. In Maxwell v. United Rentals Canada Inc., the Ontario Superior Court noted that employers trying to limit liability must show they supported re-employment efforts. In Boucher v. Wal-Mart Canada Corp., significant damages were awarded partly due to a lack of dignity and fairness during the termination process.
Providing outplacement shows good faith—and can help reduce litigation, reputational damage, and severance costs.
A Made-in-Canada Approach
Canada isn’t the U.S. Our labour laws, severance expectations, and bilingual, multicultural workforce all call for a uniquely Canadian approach.
A 2024 HRPA survey found that 68% of Canadian professionals say their trust in a company is directly tied to how it treats people during transitions. That trust affects everything—from brand reputation to retention to talent attraction.
What Employees Expect
Most people don’t see a layoff coming. But when it happens, here’s what they hope for:
At CareerJoy, I’ve seen what happens when we get this right. 92% of the people we support land within their severance window. With an average 9.3/10 satisfaction score, our programs do more than check boxes—they help people find their next step with clarity and confidence.
Why “AI-Only” Isn’t Enough
I believe in the power of AI—but only when it supports real human relationships.
CareerJoy is AI-Smart—not AI-only. Our tools enhance the experience, but humans stay at the core.
What Makes CareerJoy Different
I’ve helped design our programs around what I’d want for my own team:
On logistics:“Their team is a delight—always on top of everything.” — Corporate Partner
On mental health:“Terry’s support was instrumental in helping me land my new role.” — Daisy Tran
We’ve also been recognized:
Leading Through Change—Together
If you’re facing a restructuring, you don’t have to go it alone—and you don’t have to choose between compassion and cost control.
For one national nonprofit partner, our bilingual outplacement helped 94% of employees land within 3 months—while also preserving internal trust.
We can get started within 24–48 hours—virtually or onsite—with support tailored by region, language, and level. Every plan includes:
If you want to support your people and protect your culture, let’s talk.
→ Start a confidential conversation with Matt Goff, VP, Partnership Solutions. Matt brings 15+ years of experience helping HR and finance leaders across Canada navigate layoffs with clarity, compassion, and results.
📞 1-877-256-2569
✉️ matt.goff@careerjoy.com
